In the era of talent thirst, especially when businesses are looking for a large number of employees, HR professionals need to understand the trends and principles of mass recruitment.
Mass recruitment is a popular form of "headhunting" applied by many organizations and businesses. So what is mass recruitment? What are the principles for effective mass recruitment? Please refer to the article below of Navigos Search to get useful information for the topic mass recruitment.
1. What is mass recruitment?
Mass recruitment, also known as mass hiring, is a method of recruiting on a large scale, often for the same position in companies and enterprises.
Businesses need to apply mass recruitment when:
- Recruiting a large number of employees for newly opened businesses (factories, workshops, construction sites, ...).
- Recruiting staff during peak seasons such as the Mid-Autumn Festival, the factory needs 2-3 times more packaging staff than usual.
- Recruiting sales team, sales staff, ...
When the economy is growing strongly, many businesses tend to expand the scale of their operations. This means that the demand for recruiting personnel in large numbers will increase. This is also one of the factors influencing the "headhunters" to participate in the mass recruitment process and it has gradually become a popular method that any human resource (HR) person must know.
Mass recruitment is known as mass hiring
2. Challenges in mass recruitment
Recruiting a few employees for vacant positions in the business is not too difficult. However, mass recruitment in large numbers is definitely a challenge for HR. This recruitment method requires recruiting the right people for the required standards and the schedule according to the plan.
So, can businesses conduct mass recruitment by themselves? In the process of mass recruitment, many businesses have encountered problems such as: Posting a lot of news but no candidates apply, the quality of the candidates is not high, the candidates do not participate in the interviews, the candidates intended to work but did not show up on induction day, the candidate worked for a few days and then leave,...
Businesses face many difficulties when conducting mass recruitment
3. Principles of mass recruitment for successful talent hunting
Starting to implement mass recruitment is not easy and in the mass recruitment process, there will be many difficulties and challenges posed. HR must understand the following principles for an effective mass recruitment process:
Make a clear and specific plan
The first rule that HR people must understand when conducting mass recruitment is to have a clear and specific recruitment plan. That plan needs to determine the number of positions to be filled, the number of personnel for each position. At the same time, you must identify the candidate's profile (capabilities, experience, skills, qualities, attitudes, ...).
Outline the process and schedule in detail. The early and thorough planning will contribute to recruiting quality and sufficient candidates to meet the targets set by the business.
Improve recruitment information
Recruitment information is an important factor in deciding whether you could hire quality candidates or not. When implementing mass recruitment, this issue needs to be the top priority. To improve this information, HR must find out what factors candidates are interested in? For example, a sales position is often interested in salary, sales, KPI bonus, how to find new customers, etc. Other positions may also be interested in salary, bonus, insurance, working time, training, promotion, etc.
In addition, in the recruitment information, HR also needs a detailed job description to initially help the candidate understand the basics of his job duties and responsibilities.
Expand the source of candidates
To recruit mass and a large number of personnel, expanding the source of candidates is essential. How to do this? The optimal solution at this time is to build a recruitment brand. With a well-known and active recruitment brand, it will definitely help businesses get more attention from candidates who are looking for a job.
From there, businesses can recruit multi-channels such as job search websites, social networks, referrals from internal personnel, job fairs, expanding relationships with universities, etc.
Build a consistent candidate screening process
In order to have mass recruitment capacity, HR also needs to build and develop a methodical candidate screening process. Currently, in the phase of the strong explosion of 4.0 technology, the candidate screening stage is no longer difficult. HRs can use GoHire – an online branding and recruitment tool. This is considered an effective assistant for HR people with many useful features such as tracking, grading, screening candidates with AI technology, taking care of candidates, etc. In addition, HR should also apply a set of tools. Questions to select suitable candidates such as: Questionnaire about expertise and work experience, set of questions about motivation and working attitude, set of situational questions.
Enhance candidate experience
It seems that every candidate looking for a job wants to work at a dynamic, open and sociable company. Candidates will grasp this from experiencing the recruitment process, attending interviews and starting work. Therefore, your business should improve the candidate experience in a number of ways such as: demonstrating a dynamic and professional working environment, employees are always united and supportive of each other, employees are free to think, free to be creative,...
Prepare for mass training
The last principle that HR must pay attention to when implementing mass recruitment is to carefully prepare for mass training. In fact, there have been employees who quit after working for a few days or just over the probationary period.
In order to retain employees, HR should prepare necessary procedures and documents to receive a large number of candidates and measure the quitting rate during the probationary period to propose to superiors to have a good retention policy. Next, the enterprise should evaluate the employee's capacity after the probationary period in order to have a professional training program or to bring in the more suitable candidate.
Some principles for effective mass recruitment
Indeed, mass recruitment is not an easy task and brings high stress to HR and businesses. If your business already understands the above principles, has tried mass recruitment but it doesn't work, ask for the help of the leading headhunter brand in Vietnam - Navigos Search.
The great advantage of Navigos Search is that we have a huge data set of 375,000+ senior candidates, 85,000+ management level candidates for headhunters to support your business in mass recruitment in all fields and industries.
Our consulting team are recruitment experts who have a deep understanding of the value of human resources, a deep understanding of each industry and professional skills that will accurately grasp the recruitment requirements of your business. All specialists are well-trained and have extensive experience in recruiting personnel.
Dựa trên quy trình tuyển dụng nghiêm ngặt và năng lực, kinh nghiệm của ứng viên cùng tình hình thị trường lao động, Navigos Search sẽ tiến hành tìm kiếm ứng viên phù hợp nhất cho doanh nghiệp bạn với tỷ lệ thành công rất cao.
Our recruitment process is as follows:
- Step 1 → Search and filter candidates: Navigos Search searches and screens qualified candidates that match the recruitment requirements of the business.
- Step 2→ Face-to-face interview: Navigos Search conducts an interview to assess the candidate's capacity as well as listen to the needs and expectations of the candidate.
- Step 3→ Support business interview: Navigos Search provides a list of potential candidates for your company after thorough evaluation. We will accompany the company and the candidate to provide additional support throughout the interview process.
- Step 4→ Checking for references: Official and unofficial reference checks will be conducted.
- Step 5 → Support negotiation and job offer: Navigos Search acts as a bridge to negotiate and advise on salary and benefits. After the candidate receives the invitation letter and confirms the participation, the vacancy will be closed.
- Step 6→ Follow up on recruitment: Follow up with candidates for the aim of “achieving success after joining the company.”
Navigos Search - The number 1 middle and high-level talent hunting company in Vietnam
With more than 20 years of experience in the field of recruiting mid-level and high-level personnel, Navigos Search is proud to have supported and brought successful recruitment solutions to multinational enterprises and corporations across Vietnam, providing them with the best quality human resources. If your business is in need of implementing mass recruitment or recruiting for any other mid-level or senior-level positions, please contact Navigos Search to meet top HR experts and quickly get the most potential candidates!
Navigos Search - Vietnam's leading middle and high-level talent hunting company